Yes, but only on capability grounds, after a fair process, and with the disability question handled carefully. That means getting up-to-date medical evidence, consulting the employee, and genuinely considering alternatives such as adjustments or a phased return before any decision.
The biggest risk is the Equality Act. If the condition counts as a disability, dismissing without considering reasonable adjustments can become a discrimination claim, which is uncapped at tribunal. Assume disability law may apply until a medical opinion tells you otherwise.
Every situation has its own details, and those details change the right answer. For a read on yours, take the free Employee Situation Check or book a call.
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General guidance to help you decide your next step, not legal advice. Employment law changes, so always check the current position for your own situation.